Contemporary Management and Organizational Culture Impact Report

This report examines the impact of organizational culture on organizational performance within the framework of contemporary management theories. It explores various aspects, including the influence of organizational culture on employee satisfaction and performance, and the roles of leaders a...Read More

Contemporary
management theory
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Table of Contents
INTRODUCTION...........................................................................................................................3
Impact of organization culture on organization performance.....................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
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INTRODUCTION
Contemporary management means all the resources of organization, process which are
followed and innovations which are being done and controlled so that objectives can be achieved
according to the conditions, possibilities and so on. There are many things which are involved in
managing the organization like planning, organizing, controlling and many others. Contemporary
management theories involve contingency theories, theory X and theory Y, system management
theory, scientific management theory. The below report defines how organizational culture
impacts organizational performance.
Organizational culture:-
The organization culture refers to the way through which employees fulfil their tasks and
they communicate with other employees working in the organization. In every organization there
are different styles through which work is done and at the same time each individual has
different roles so their working style would also be different. The below essay also discusses
about handy culture which has four elements of culture power, role, task and performance. The
essay has taken an example of Tesco. It is a British multinational grocery retailer whose
headquarters are in England. The company was founded in 1919 by Jack Cohen. Tesco is third
largest retailer in world as measured by its gross revenue and ninth largest as measured by
revenues (Calás and Smircich, 2019).
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Impact of organization culture on organization performance
Organization culture can lead to high customer satisfaction also as well as low customer
satisfaction . If culture in the organization would be efficient then employee performance
will also be effective and at the same time if organization culture is not effective then it
will impact their performance too. The report is based on Theory X and Theory Y and it is
explained as below: -
 According to Theory X, employees working in the organization don't want to accept
responsibilities and are not at all active to work in the organization. They focus only on
their personal income rather than thinking about whole organization. Theory Y is
completely opposite to Theory X as employees accepts all responsibilities and work
 happily for the organization. They work with efficiency and effectiveness. So, due to these
different organization cultures organization performance is also affected(Charron and
et.al, 2018). (CITATION NEEDED)
 As, some employees who are working with efficiency, their performance is good but at
the same time if employees are lazy, don't want to work then their performance will get
affected. Leaders as well as management, plays a major role in organizational
performance. Performing in an organization there are three activities which are involved
motivating employees, encouraging them to perform tasks and if employees perform
efficiently, they should get some benefits but if they fail to do that then they may face
some consequences also. In context with Tesco, they used the concept of performance
based reward system and through that employees were working efficiently. Through
applying reward strategy, all staff got encouraged to work in a proper manner. USE
SOME PRACTICAL EXAMPLE HERE TO EXPLAIN THE IDEA??? Management is
involved in activities like planning, organizing, controlling whole organization and so on.
They both impact organizational performance because if their performance is effective, if
they developed then employees would perform effectively. It depends on the organization
culture that how performance is being done by employees .
 When leaders encourage employees, a strong culture is implemented. Organizational
performance is also dependent on system model in which to perform effectively an
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interactive culture should be there in an organization as proper culture leads to proper
performance. Every individual is given certain roles like if a person is playing a role of
selling products then their performance will be effective if they are good in
communication so their culture should be set according to that. In accordance with Tesco,
their organisational culture created effective human resource competence and also
represented customs and values which defined employee behaviours and decisions.
Through the use of corporate culture they encouraged their employees to initiate new
ideas so that they can perform well in organisation. USE SOME PRACTICAL
EXAMPLE HERE TO EXPLAIN THE IDEA???
 The report is also based on Handy culture. There are four classes which are involved in
this culture; Power, role, task and person. With respect to Power culture, it is in the hands
of only one person which perform its role among whole organisation. There are certain
rules which is applied in Power culture. Whatever happens in an organisation is decided
by those individuals who have certain power. In context with role culture, it is dependent
on rules which have high control, all employees know about their roles, their
responsibilities, what they have to perform which is defined by individual person only.
Role culture has detailed structure of organisation. In terms of task culture, it is
established when teams are made for progress projects. If a task culture is effective, it is
determined by dynamic team. In context with person culture, all individuals pursue
themselves as different and superior to organisation.
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 In terms of Tesco, the power culture lies in hands of managers department who has full
control regarding production as well as control over employees within the organisation.
The role culture in Tesco, determined that all employees are working according to
expectations whether they are assistants or they are leaders in organisation. To measure
the performance of employees the company generated experiments to determine whether
new product lines as well as decrease in prices will have effect because through this only
they were able to determine their performance also. NEED MORE CLARIFICATION
WITH REAL LIFE EXAMPLE WITH EVIDENCE AND WITH CITATION??? The task
culture enables workers to be more flexible, is a team-based task. So, in terms of Tesco,
they ensured that each employee in organisation is valued. The company provides a
chance to workers for rewards. In context with person culture, Tesco always determined
that there is equality in their company. They used a culture which provided them full
benefit and all employees feel motivated .
 Organisation culture has impact on organisational performance. In terms of handy culture
all four elements which are considered has an impact on organisational performance. The
power culture defines relationship between organisation and customers while providing
services. The power culture implemented by Tesco, made sure that there is effectiveness
in organisation. The managers used their position and power effectively and efficiently.
Tesco followed democratic style of leadership where employees ideas, their viewpoints
were also been heard and according to that they motivated their employees. So, they used
their power in a proper manner. HOW, IT’S A VERY GENERAL STATEMENT
WITHOUT ANY EVIDENCE. through which a great relationship is formed between all
workers and managers due to which employees feel motivated.
 The organisational performance is affected by role culture. As all employees have
different roles and responsibilities which they have to follow so in context with Tesco,
their organisational performance was also affected. The employees performed their role
effectively. The employees are informed about their responsibilities earlier only so if they
don't follow their responsibilities then organisation performance will get affected in a
negative way but in terms of Tesco, all workers followed their responsibilities in an
effective manner. As per the view point of Shalini Sengupta, 2017, Tesco used job
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rotation model through which employees were taught about their roles which was
beneficial for them. Due to this model, all different roles were assigned to particular
employees and according to that they were been assigned and given information about
their roles. USE SOME PRACTICAL EXAMPLE HERE TO EXPLAIN THE IDEA???
ALSO CITATION IS BEING NEEDED.
 The task culture is performed by individuals who have common vision and purpose. All
employees working in organisation are fully determined towards the particular project. In
context with Tesco, their employees are towards the particular progress project due to
which their organisational performance had a positive impact.
 The person culture defines that all employees are superior to organisation so in context
with Tesco, the employees in organisation are unique and considers themselves are
superior but it showed a negative impact on performance of organisation (Keihani and
et.al, 2018).
 The theory applied to handy culture determines whole business structure as well as
organisation which is dependent on its functions as well as its role. The theory defines
power which is required in organisation and its impact regarding success of workers as
well as of whole organisation. There are four elements which are developed by Charles
Handy; Apollo culture, Athens culture, Zeus culture, roles of trust, motivation calculus
theory, Dionysus culture. In context with Apollo culture, the distribution of power is done
among all employees and main focus in on order and efficiency. As per the view point of
Adam Kirk Smith, 2015, Tesco, they also distributed power among employees but it was
not possible for them to distribute power equally so they applied the strategy that each
employee working in organisation were given some sort of power but at the same time
they ensured that top level executives are given more salary. USE SOME PRACTICAL
EXAMPLE HERE TO EXPLAIN THE IDEA??? The theory ignores all changes and
focus on routines which have been established. In terms of Zeus culture, the power is only
in the hand of one individual so in case of Tesco, the power lies only in hand of senior
executive (Vanga and Long, 2018). With respect to Athens culture, the power is
distributed according to quality of individuals to perform all tasks at a particular time. In
context with motivation calculus theory, the personal analysis initiates additional needs
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which leads to more results as well as higher efficiency. In terms of rule of trust, if a
business wants to be successful then they must trust all employees. So, in case of Tesco,
all leaders trusted employees and that's why their organisational performance remained
effective. With respect to Dionisius culture, it is also defined as a person culture. The
focus of a business is on success of employees rather than of company. All employees
working in organisation consider themselves as superior and specialists according to their
skills which impacts organisational performance.
 Leadership and management both influence organisational performance and they should
perform their role in such a way that it leads to positive impact in organisation. In context
with leadership, there are many responsibilities of leaders like they must know about goals
and objectives of organisation so that they initiate overall organisation performance in
effective and positive way, if any crisis occurs between employees and their relation gets
affected then leaders must settle all arguments, the leaders must take effective decision so
that it leads to effective costs. In context with management team, they also has certain
roles- POOR GRAMMAR-- they also had roles which they must follow as well as certain
responsibilities which affects organisational performance. The managers should provide
regular feedback to all employees so that they improve their performance in the better
way, development opportunities should be provided to all employees so that they can
represent themselves in an effective way, they can increase their growth efficiency which
will led to good organisation performance. So, in context with Tesco, leaders as well as
managers performed in an effective way through which organisation performance had
positive impact (Lee and et.al, 2018).
CONCLUSION DO NOT USE THIS WORD AS HEADING, ONLY WRITE
A CONCLUSION IN PARAGRAPH…..
According to the above analysis it is concluded that, contemporary management includes
all resources of an organisation and involve planning, organising and controlling. It is also seen
that organisation culture has an impact on organisation performance. The handy culture involve
four type of culture; power, role, task and person. The organisation performance is affected by all
these type of cultures. Each leader and employee has different responsibilities and all roles and
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responsibilities affects organisational performance in both negative as well as positive way. The
theory that is applied is theory X and theory Y. If employee in an organisation is following
theory X they are only concerned about their personal income rather than focusing on
responsibilities but in case of theory Y people focused on responsibilities rather than thinking
only about personal income. There are different cultures which also affected organisation
performance like rules of trust, Dionisius culture, motivation calculus theory, apollo culture,
Athens culture.
REFERENCES
Books and Journals
CALAS. M.B. and SMIRCICH, L. eds., (2019.) Postmodern management theory. Routledge.
CHARRON. P. and et.al, 2018. The Cardiomyopathy Registry of the EURO Observational
Research Programme of the European Society of Cardiology: baseline data and
contemporary management of adult patients with cardiomyopathies. European heart
journal, 39(20), pp.1784-1793.
DE CAMARGO FIORINI. P. and et.al, 2018. Management theory and big data literature: From a
review to a research Agenda. International Journal of Information Management,43,
pp.112-129.
KEIHAN. S. and et.al,( 2018) Contemporary management of high-grade renal trauma: Results
from the American Association for the Surgery of Trauma Genitourinary Trauma study.
Journal of Trauma and Acute Care Surgery, 84(3), pp.418-425.
LEE. T.C., and et.al, (2018). Contemporary management and outcomes of acute type A aortic
dissection: an analysis of the STS adult cardiac surgery database. Journal of cardiac surgery,
33(1), pp.7-18.
VANGA, R. and LONG M.D. (2018) Contemporary management of ulcerative colitis. Current
gastroenterology reports, 20(3), p.12.
Online
Smith, 2015, The distribution of power [Online] Available Through:
<https://asmithblog.com/distribution-power/>
Sengupta,2017, Opportunities to boost employee engagement [Online] Available through:
<https://www.peoplematters.in/article/employee-engagement/how-tesco-creates-opportunities-
to-boost-employee-engagement-16538>
USE SOME WEBSITE RESOURCES AS AN EVIDENCE THAT YOU HAVE
RESEARCHED WELL FOR THE ORGANIZATION.
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ALSO TRY TO USE SOME ARTICLES FROM SOME ACADEMIC JOURNALS AS AN
EVIDENCE OF SOURCE OF RESEARCH.
ALSO INSER PAGE NUMBER ON EACH PAGE.
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